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HP is pushing forward its Intel Itanium-powered NonStop server platform with a new entry-category set of NS2100 servers.
the brand new Itanium NonStop servers arrive just a week after HP emerged victorious in the first part of a prison battle against Oracle, over Itanium utility support.
"The NS2100 doesn't replace any server, however extends the NonStop portfolio to more purchasers, and is centered at economic features, manufacturing, telecommunications, and healthcare industries, and rising markets," Mark Pollans, international NonStop Product manager at HP, informed ServerWatch. "suppose of any markets NonStop is currently serving, but in smaller nations, operations and agencies."
Pollans added that the goal market for the NS2100 includes valued clientele that are trying to find a cost-effective option to reap mission-critical reliability and agility for their most vital company applications.
The NS2100 is powered by using both two or four Intel Itanium 9300 processors. NS2100 methods may also be configured with up to 32GB of reminiscence, and all systems consist of redundant vigor components, energy distribution instruments and fanatics.
In contrast with the NS2200 server platform that HP added a 12 months ago in August of 2011, there are a couple of key differences within the NS2100. The NS2100 will handiest be available with AC vigor, whereas the NS2200 offers both AC and DC energy options.
From a processor perspective, the NS2100 provides up to 4 CPUs, each with 1 core enabled, for a set (1-core) application licensing constitution. The NS2200 offers as much as 4 CPUs, every with 2 cores enabled, for a hard and fast (2-core) software licensing structure.NonStop OS
From an operating system perspective, the NS2100 runs the NonStop OS version J06.14 or later. NonStop is a unique working device than HP-UX Unix working system that additionally runs on HP's Itanium-powered servers.
"The NonStop OS is a fully fault tolerant OS that integrates hardware and utility fault tolerant capabilities, presenting unmatched application availability," Pollans observed.
"All of this works to create a totally built-in equipment structure, that besides the hardware and OS, additionally helps a massively parallel relational database (SQL/MX) [as well as] high volume on-line transaction processing (OLTP) with trade regular programming services (e.g Java, POSIX, CORBA, etc.), which might be integrated and validated collectively as an answer (e.g. J06.14)," he introduced.
Pollans mentioned that a further point of this structure is the capacity to connect the NS2100 right into a dispensed community that gives linear scalability and a single device graphic across dissimilar programs.
whereas NonStop OS is its own platform, functions that run on business-regular x86 servers can also discover a house on the brand new servers.
"NonStop NS2100 gives industry-general Java for application portability together with different industry-average middleware services that give application portability," Pollans pointed out. "utility virtualization is a vital part of the NonStop OS. "NonStop vs x86
whereas the NonStop equipment can run Java and virtualized x86 applications, the NS2100 is distinct than an x86 server.
"customers purchase NonStop as an built-in solution: gadget, operating gadget, database, open middleware, and infrequently the software," Pollans mentioned. "It runs clustered, fault tolerant and scalable out of the field. The x86 servers solve distinctive complications."
The fundamental configuration for the new NS2100 collection NonStop servers starts off at $seventy five,000 USD.
Sean Michael Kerner is a senior editor at InternetNews.com, the information service of the IT company part network, the network for technology professionals comply with him on Twitter @TechJournalist.
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employee aid businesses, unconscious bias training, and hiring for roles in line with talents are only probably the most ways by which enterprises are forging gender equality at the office.
in this 12th a part of our series, we exhibit the call-to-action of 10 organisations in making certain gender equality on the workplace.
organizations featured consist of: AXA assurance, Cisco, HP APJ, Pivotal, preferred motels & motels, Roland Berger Southeast Asia, Smaato, and The Adecco neighborhood.
study on to look how these companies are helping to #BalanceForBetter.Hayley Yap, Chief people Officer, AXA coverage
AXA values range and inclusivity and we are dedicated to building a way of life that promotes equal probability. We understand that girls’s development is not just a girls’s problem, but it additionally requires the assist of guys. Our worker aid neighborhood Wo+guys@AXA reflects this, with both women and men working in conjunction with the intention of moving mindsets and attitudes.
to promote variety in our leadership, feminine representation at the exact is vital. we've achieved 20% female illustration at the C-suite level and strive to construct a consistent pipeline of female leaders (we currently have a leadership succession pipeline of fifty% ladies). At a company-vast stage, we center of attention on schooling via initiatives reminiscent of unconscious bias practicing programmes, as well as sponsorship and mentorship for female skill.
We consider both large and small moves, taken every day, across every stage in the company, are vital within the push for equality.Deborah Woollard, VP, Human substances, APJC, Cisco
At Cisco, we keep in mind that to build amazing teams, we need to have range: range in considering, range in working trend, range in experiences. we've considered that building gender diverse teams not most effective enhances creativity and encourages novel thinking and processes, however in reality fosters stronger problem fixing and more holistic options for our business.
To embody range at Cisco we center of attention on inclusion. no longer effortlessly because it is the appropriate thing to do—we consider it actually works. Inclusion is the bridge that connects different perspectives, challenges the repute quo, and unlocks the complete expertise of our americans. Inclusion starts through creating an atmosphere wherein our employees have the freedom to be themselves, to work in bendy ways that support their lifestyle and particular person preferences, to recognize and harness individual strengths and to savor an ambiance the place differences are celebrated. range is not any longer a box to be checked but a competitive strategy against constructing and strengthening desirable-performing teams.Sowjanya Reddy, Head, Human supplies, HP APJ
HP recognises our items and capabilities get more desirable with varied viewpoints – so our team of workers should be as distinctive as the shoppers and communities we serve. range drives new business, fuels innovation and attracts and retains the most desirable personnel. that's why we take actionable steps to reinvent mindsets and create change.
We distinct groups through rigorous succession planning and talent reports; leverage distinctive perspectives through inclusive communities of HP personnel – known as business impact Networks (containers); and present unconscious bias practising at each stage.
consequently, HP is among the excellent tech groups with girls and underrepresented minorities in govt positions. we've essentially the most diverse Board of administrators of any US-primarily based tech company and an worker base of at the least 50% girls. we're additionally recognised by way of the trade, named a good enterprise for ladies technologists by means of Anita Borg Institute and awarded variety chief Profiles in range Journal.Iris Loke, Senior Director of APJ americans, Pivotal
diversity and inclusion, in selected, play a big role in shaping how Pivotal is today – our core values are “Do the appropriate factor, do what works, and be form”. At Pivotal, we undergo continual self-reflection on how we can empower and enhance our employees to create a satisfying adventure with us.
for 3 consecutive years, we have backed the women Who Code summer time Immersion Programme and prolonged our partnership with Write/talk/Code, an business enterprise that advocates for girls and non-binary coders. We formed a few employee resource organizations (ERGs) in 2017, and are expanding to include ladies@pivotal and others this 12 months. Pivotal also strongly advocates recruiting diverse ability – in 2018, we now have 25.4% female employees, a 2.4% increase from the old 12 months. additionally, 22.eight% and 24.1% ladies have assumed technical and administration roles, respectively.this is a fantastic success for a know-how enterprise.Greg Smith, Senior vice president of Human materials, favourite hotels & inns
Gender equity is in our DNA and not only a policy observation for our associate’s manuals.
greater than forty two% of all our leaders, together with the CEO and President are ladies. We understand and have fun that women play an vital function in our success. We keep in mind that gender fairness produces a proficient and artistic personnel that helps our enterprise to thrive. We be aware of that gender equity produces a diversity of techniques and opinion that helps us to peer round corners and drives our capacity to meet the wants of our stakeholders: acquaintances, carriers and our clients. Gender fairness makes us more advantageous listeners and more desirable stewards of our international tasks to lead on gender concerns and to take a robust stand in aid of girls’s rights and human rights in all of our markets.Liyan Chen, HR manager, Roland Berger Southeast Asia (leads the HR crew)
We can not ignore the fact that consulting industry is an overwhelmingly male place of work. In Roland Berger, we are mindful and are fixing the challenge. It feels natural to develop our feminine illustration, given how our customer’s world is abruptly evolving to embody ladies. When the world of our client and ours come together, a gender-balanced view is primary to be impactful.
First, we took deliberate steps to make certain senior-stage leadership accepts and promotes key gender-steadiness initiatives. We delivered feminine leadership practising and plan to implement a group-extensive mentoring program with an individualised construction plan for girls. 2d, we brought a governance system to eliminate gender bias embedded within the industry. We appointed a feminine predominant in our evaluation Committee and added a worldwide variety Committee. Third, we ensured the techniques work as supposed through running straightforward, targeted courses under “ladies@RB” community, such as feminine Recruiting Day, female Leaders assembly, and versatile working fashions.Jasmine Koh, vice chairman, HR/Administration APAC, Smaato
Smaato supports reasonable work guidelines, which include salary and hiring equality. This skill that we hire for roles in line with expertise, and our earnings guides provide a clear pay scale in keeping with a mixture of the position’s requirement and the candidate’s event — no longer gender biases or preferences.
Smaato also provides parental merits equally to each guys and ladies. as a result of these clear guidelines, Smaato is proud to have a balanced ratio of male and female personnel. Smaato values diversity, and we welcome men and women of diverse cultures, experiences, and capabilities.Victoria Bethlehem, Head of Human materials – APAC, The Adecco community
at the Adecco group, 29% of our key management positions are stuffed through girls, no longer a bad statistic comparatively talking besides the fact that children we desire this to be bigger and are focused on gender parity at this level by way of 2030.
we're actively focused on this goal by using making certain that for every key management position, 50% of the named successors recognized ought to be feminine.
we've a girls in management campaign which facets the studies and classes learnt on the path of success for our senior female leaders – here's shared throughout world group. It’s there to inspire our colleagues and show our emerging feminine leaders that they can also attain this degree of success in our service provider if they work difficult, are bold and have the appropriate angle.
operating in a gender-bias free ambiance could be important to our achieving this intention so to aid this we're rolling out this 12 months a new unconscious bias working towards application for our leaders.Linda Hamill, HR chief, Asia-Pacific and Japan, VMware
VMware is attractive with all of our group to support speed up trade and be a drive for decent across the know-how business. We accept as true with that innovation is the key to success, and that range helps to unencumber that hidden gem. It’s no secret that women are underrepresented in the tech trade, and that's why we are investing in classes to extend the group of feminine and different skill in technology.
In 2016, we deploy the VMinclusion Council to collaborate on regional options, handle under illustration in leadership positions, and champion the shift in attitudes towards women’s role in society and work. anyway in quest of out new swimming pools of female ability, we're main a bold initiative that addresses excessive feminine dropout quotes from the tech business. Our recently launched VMinclusionTaara aims to upskill and assist up to 15,000 ladies in India re-enter the team of workers via free digital transformation classes. this is the kind of impactful action that we accept as true with in and want to pressure daily.Yann Hamon, Founder and Managing Director, why innovation! (champions the diversity and inclusion corporate initiatives)
I accept as true with that individuals diversity and inclusiveness in an organization can support build a greater supportive and flexible work atmosphere, which makes it possible for everybody to recognise their highest competencies. At why innovation! we're a various crew that takes selections collaboratively on important concerns involving the style we work and the way we convey. We focal point extra on means constructing and results in place of wonderful discrimination.
Incorporating more supportive and versatile practices to all areas of the supplier is a very good birth in building an equal, inclusive and productive workplace.
We nonetheless have four extra components to our sequence specializing in women leadership, and bridging the hole in gender variety in organizations. dwell tuned for extra!half 1: Pearls of wisdom: career assistance from women leaders to their more youthful selves half 2: IWD2019 special: How CDL, Mars Inc, common Chartered financial institution, and greater are building balanced offices half three: How leaders across Asia are taking responsibility to recommend a gender-balanced society part four: guidance from 12 ladies leaders on overcoming profession challengesPart 5: 10 D&I initiatives that some of Asia’s most a success employers do part 6: if you might meet your more youthful self, what profession suggestions would you give? part 7: ‘Don’t be afraid to be different’: career tips from leaders throughout Asia half eight: 13 techniques leaders like your self can make an have an impact on on gender equality part 9: How-To: 10 concepts that you could undertake to aid #BalanceForBetter half 10: Take a leaf out of these 10 girls leaders’ career diary part 11: action for alternate: How leaders from BASF, Emirates, Henkel, and greater are taking responsibility for D&I half 13: #BalanceForBetter: Equal pay for equal work, meritocracy method, and more
Hewlett-Packard extended an alliance with BEA methods Wednesday, offering BEA's WebLogic Server software on additional HP hardware and application platforms.
WebLogic Server is now obtainable on HP's AlphaServer line running the OpenVMS operating equipment, and on its Proliant servers, which are according to Intel processors, operating Linux , HP noted in an announcement. The company expects to offer WebLogic Server on its fault-tolerant NonStop servers in June, HP spoke of.
officers from both organizations have been unavailable for remark early Wednesday.
HP has been a close partner of BEA. given that killing off its personal household of middleware items ultimate yr, HP has been promotion WebLogic Server as the Java software server of choice. In September it all started bundling WebLogic with HP-UX along with a trial license first rate for six months.
HP has talked about it plans to section out its Alpha processor, together with its PA-RISC chip, with the hope that shoppers will switch to servers in response to Intel's Itanium processor, which it helped improve. The remaining new Alpha chip is due early next 12 months, besides the fact that children HP has pointed out it'll proceed to promote AlphaServers for a while after that.
OpenVMS, like Alpha, turned into developed with the aid of the former Digital machine, swallowed through Compaq after which inherited with the aid of HP. It has been used traditionally in the finance and telecommunication sectors. while the Alpha chip on which it runs might be consigned to history, HP has spoke of it's going to present OpenVMS on Itanium servers beginning next yr.
offering WebLogic Server on OpenVMS will allow valued clientele to continue operating functions on existing programs whereas making use of the J2EE (Java 2 commercial enterprise version) performance in BEA's middleware, HP spoke of. in the future these consumers be in a position to "seamlessly" movement their functions to Itanium, HP observed.
HP's NonStop server line turned into additionally received via its buy of Compaq. The techniques had been regularly occurring by means of the name Himalaya until HP renamed them after the merger.
The organizations introduced a joint assist contract Wednesday for customers running BEA's application on the NonStop programs. The contract creates "a proper support relationship between HP and BEA that outlines name management procedures for use to resolve interoperability considerations on behalf of joint purchasers," HP talked about.
consumers can call either BEA or HP with an issue and they're going to work collectively to identify the cause and then assign it to the applicable help neighborhood. support for HP servers working HP-UX, OpenVMS, windows, Tru-sixty four Unix and Linux are deliberate to be obtainable inside ninety days, HP mentioned.
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Twenty years after Columbine, the U.S. guns and ammo business isn't exactly the same. But it is still thriving. That's the case, even though the most notorious school shooting of the modern era has been followed by seemingly nonstop gun-related bloodshed, with firearms used to kill nearly 40,000 Americans in 2017, the highest count in 50 years of tracking by the Centers for Disease Control and Prevention.
As the rate of gun-related deaths, adjusted for population, hits highs not seen since the mid-1990s, 44 percent of Americans say they personally know someone who had been shot. That exposure has led to a complex shift in attitudes toward the gun industry, which is facing an even more volatile environment in today's polarized political climate.
It's believed about three-in-10 Americans own a gun, which is a decline from years past. Yet the rising number of guns being produced and a tally of background checks have researchers concluding that more guns are now concentrated in fewer hands.Dave Cullen: America "did nothing" until the Parkland school shooting
A consolidating group of manufacturers produce firearms sold by more than 60,000 licensed dealers in the U.S. They operate out of storefronts, pawnshops and homes, according to the Bureau of Alcohol, Tobacco, Firearms and Explosives. The firearms and ammunition industry accounts for as much as $52.1 billion in economic activity in the U.S., according to the National Shooting Sports Foundation, an industry trade group.
Yet as efforts to curb gun violence took hold in some state legislatures, companies that make and sell firearms have adapted in differing ways, some with increased marketing efforts and others by exiting the business. And while little has changed on the federal level, a slew of corporations have waded into this divisive issue, some by distancing themselves from working with gun manufacturers or the National Rifle Association.Retail realities, from Walmart to Dick's Sporting Goods
One of the most powerful new dynamics is how certain corporate segments have rejected the gun industry. Take Blake Mycoskie, founder of Toms Shoes. The shooting rampage that killed 13 people at a bar and country music venue in Southern California last November prompted him to use his shoe company and brand to lobby for universal background checks. "With retail competition fiercer then ever, retailers are attempting to differentiate themselves by aligning their mission, product and marketing to convince consumers that they're a socially responsible brand," said Camilla Yanushevsky, an equities analyst with CFRA Research.
The mass shooting in Parkland, Florida,14 months ago prompted companies including Hertz and Delta Air Lines to sever ties with the NRA, the nation's largest gun-rights group. And two weeks after that Feb. 14, 2018, high school massacre left 17 dead, Walmart, the country's biggest seller of firearms and ammunition, said it would no longer sell guns or ammo to anyone under 21.
Walmart's move coincided with a more controversial one by Dick's Sporting Goods, another of the largest U.S. gun retailers, to halt sales of assault-style rifles and no longer sell guns or ammo to anyone 20 and younger.
Dick's decision was largely symbolic, given that it had already pulled the rifles from most of its 715 stores nationwide after the 2012 Sandy Hook elementary school massacre. But this time, CEO Edward Stack explicitly called for policy changes. "We hope others join us in this effort to let our kids know that their pleas are being taken seriously," he said on the company website.Inside look at how police train to protect Columbine schools
The result: Dick's in March reported that same-store sales fell 3.1 percent in the 12 months ending Feb. 2 from the year-earlier period. Consumer reaction to the new gun policy was "a meaningful driver" in declining sales, Stack told analysts in an earnings conference call.
Still, Dick's efforts at downsizing its gun sales have continued. The retailer recently said it would remove firearms and other hunting products from 125 stores, and instead sell sports gear like ski apparel and batting cages.
"While guns are generally a lower-margin category, they drive foot traffic and purchases for other higher-margin sale items," said CFRA's Yanushevsky. However, Dick's decision could prove profitable as it shifts to higher-margin merchandise categories, she noted, adding: "In our view, Ed Stack's social activism has enhanced Dick's brand and reputation."Sales shift: Up to 1.5 million gun purchases a month
Trending higher since 2005, gun sales "boomed" during the Obama administration and have since declined, said Jurgen Brauer, chief economist at Small Arms Analytics & Forecasting. He noted that overall trends are highly seasonal, with gun sales lowest in the second quarter -- April, May and June -- and highest in the year's final three months, which include the hunting season and the Thanksgiving and Christmas holidays.
In 1999, Brauer's research firm estimates nearly 8.8 million firearms sales required a background check, a tally that rose to 10 million in 2009, then hit a peak of 16.6 million in 2016. Last year, sales were estimated at 13.8 million. Monthly gun sales that in 2000 ranged from 500,000 to 1 million now tend to be between 1 million and 1.5 million each month, the economist said.
The share prices of two publicly held makers of AR-15-style weapons have fared far differently in recent months. American Outdoor Brands, which owns Smith & Wesson, has lost half its value during the past year, while Sturm Ruger has done far better, declining just a bit.
American Outdoor lost $5.7 million in its third quarter, compared with $114 million for the prior year's quarter, as CEO James Debney noted "ongoing weakness in the firearms market." Sturm Ruger, the nation's biggest supplier of hunting and assault rifles, in February reported $121 million in revenue for the fourth quarter, up from $118.2 million in the year-ago period.
At Sturm Ruger's annual meeting last May, a resolution calling for a report on the safety of its products was adopted, despite opposition from the weapons maker. Issued in February, the report included a strong rebuke of activists, saying the company's reputation as a "defender of the second amendment is not worth risking for a vague goal of improving the company's reputation among non-customers or special interest groups."
Law-abiding gun owners don't blame Smith & Wesson or other brands for the deeds of criminals or those mentally or emotionally impaired, said Sturm Ruger, which further argued that its products help defend against gun violence.Gun makers' ad and marketing spending grows
Getting their message out is becoming more challenging for gun companies as Facebook and Google, which together account for about 60 percent of digital ad selling, have enacted restrictions. "There's still a lot of ways that firearm companies can market themselves, but they can't do everything that everyone else can," said Joshua Claflin, president of Garrison Everest, a Tennessee-based marketing firm that specializes in branding for firearms industries.
American Outdoor, for instance, spent about $56 million in marketing and public relations in 2018, about 78 percent more than it spent five years ago. The increase could be in response to the so-called "Trump slump," which operates on the theory that Americans are less likely to purchase guns when they have less fear their guns will be taken away.
Few industries have to deal with the level of variation seen in the gun industry, according to Brauer. "Industry executives really do face a challenging market environment in that the demand can zoom up 50 percent within a couple of years and then collapse by as much. This makes operations and labor force planning problematic."
Case in point is Remington Outdoor, the nation's oldest gunmaker. Facing a heavy debt load, falling sales and lawsuits tied to the Sandy Hook school shooting, Remington filed for Chapter 11 bankruptcy two days before the shooting in Parkland. It emerged from bankruptcy last May, with JPMorgan among the institutions taking a stake in exchange for forgiving $775 million in debt. Investors in Cerberus Capital Management, Remington's previous owner, had urged the private equity fund to sell Remington after its Bushmaster rifle was used in the 2012 school shooting that killed 20 children in Connecticut.Debating the roles that lenders play (or don't play) in gun sales
At a recent hearing on Capitol Hill, JPMorgan Chase CEO Jamie Dimon defended his bank's lending to makers of weapons for police and the U.S. military, but said he would consider adopting a policy of curbing some lending to gunmakers and sellers.
In contrast, Bank of America's Brian Moynihan was criticized by Rep. Sean Duffy for his bank's recent shift in position on guns, which the Wisconsin Republican said "takes away the rights of law-abiding citizens where I live." Moynihan dismissed Duffy's assertion that his bank violates the Second Amendment by refusing to lend money to makers of assault-style weapons used for nonmilitary purposes. BofA cited 151 employees as being affected by mass shootings in its 2018 policy change.America's favorite guns 26 photos
BofA's move followed Citigroup's decision to require clients to refrain from selling guns to those who haven't passed a background check or who aren't yet 21. The nation's largest privately owned bank, First National Bank of Omaha, in February 2018 said it would stop producing credit cards for NRA members, citing customer feedback. More than a dozen companies have ended discount programs for members of the gun trade group, which has lobbied against firearms restrictions.
Louisiana also provided a contrasting example of how the debate over guns is playing out in the business world. Its bond commission last August voted to bar Citigroup and Bank of America from taking part in a bond sale, citing their "restrictive gun policies."
FILE- In this July 5, 2018, file photo, smoke rises from a wildfire near Strawberry Reservoir in Utah.
SALT LAKE CITY — After a destructive and expensive wildfire season last year, a House panel advanced a resolution urging the federal government to pursue policies allowing for better forest management — but only after stripping language that also urged the federal government to minimize additional climate change.
The House Natural Resources, Agriculture and Environment Committee voted 11-2 Friday to advance HCR5 to the House floor, largely in support of the resolution sponsored Rep. Ray Ward, R-Bountiful, but not going so far as to acknowledge climate change is part of the problem.
Fire seasons in Utah have been "exceptionally destructive," the resolution states. Last year alone, the state saw over 480,000 acres scorched and 400 structures burned, with firefighting costs estimated to be $150 million.
Last year, Utah County wildfires forced thousands to evacuate for days, and for weeks after, the Wasatch Front's already poor summer air quality suffered even more.
Ward said his resolution was to address two issues aggravating Utah's worsening fire seasons: the need for better cooperation with federal partners on forest management solutions, as well as acknowledgement of scientific consensus that climate change is real and causing real problems in the U.S. and across the world.
"These are two very important things we need to try to work with federal partners to make happen for the health of our forests and for our state," Ward said.
But Rep. Tim Hawkes, R-Centerville, motioned to amend the resolution to strip the climate change language, arguing the resolution would find more consensus in the Utah Legislature if it avoided "wading into what I think are very complicated and difficult questions" and whether the resolution supports "social policies that we might question."
Rep. Phil Lyman, R-Blanding, supported the amendment, saying the climate change language added "a layer of complexity and politics that don't go along with reducing damage from wildfires."13 comments on this story
That's despite a Weber State University professor, John Armstrong, who said he teaches courses dealing with climate change, urging lawmakers to support the connection between climate change and wildfires.
"It's our job to recognize (what) the sciences are telling us," Armstrong said. "This problem is not going away."
Still, Hawkes' amendment passed. Some Republicans still opposed Ward's resolution — Rep. Derrin Owens, R-Fountain Green, and Rep. Keven Stratton, R-Orem — but it ultimately gained a favorable recommendation from the committee.
The resolution now goes to the House floor.
RESTON, Va.--(BUSINESS WIRE)--ScienceLogic, a leading provider of AI-driven monitoring solutions for multi-cloud management, has been recognized by Forrester as a leader in its newly-released report: “The Forrester Wave™: Intelligent Application and Service Monitoring, Q2 2019.” ScienceLogic was recognized as having among the top two highest scores in both the current offering and strategy categories.
“At ScienceLogic, we have spent years building a solution that takes a context-rich approach to this problem, so IT teams can flesh out issues before they impact operations, indicate resolution options, and gain visibility and control around end-to-end business performance.”
The Forrester report evaluates ScienceLogic’s SL1 platform, an AIOps automation engine designed to provide comprehensive business service visibility across the entire application stack. SL1 applies an algorithmic approach to build and add context to an operational data lake in real-time. With that context, SL1 helps operations pinpoint and avoid future performance and resource exhaustion scenarios before they impact customers. Additionally, SL1 can enrich configuration management database (CMDB) data and act as a source of record for operations with its dynamic topology-mapping capabilities.
“IT complexity is growing exponentially, and today’s enterprises have too many tools and fragmented data to isolate and solve problems when they occur. Companies have begun to appreciate the impact of IT Ops on the bottom line—downtime costs, on average, $300,000 per hour, and as much as $540,000 per hour. IT operations need accurate data models enriched by AI/ML that yield effective training data capable of automating workflows and diagnosing root cause analysis at machine speed,” said Dave Link, founder and CEO of ScienceLogic. “At ScienceLogic, we have spent years building a solution that takes a context-rich approach to this problem, so IT teams can flesh out issues before they impact operations, indicate resolution options, and gain visibility and control around end-to-end business performance.”
ScienceLogic utilizes analytics and machine learning to assess operational data in real-time. According to ScienceLogic, the SL1 platform’s core strengths include:
This industry ranking coincides with ScienceLogic experiencing its best Q1 in company history and the hiring of former ServiceNow executive, Michael Nappi, as new Chief Product Officer.
The Forrester Wave provides guidance to enterprise influencers and decision makers on the types of intelligent application and service monitoring solutions available, how each provider measures up, and selecting the right one for their needs. To see the Forrester Wave report on Intelligent Application and Service Monitoring, please visit: https://sciencelogic.com/product/resources/leader-in-the-2019-forrester-wave
ScienceLogic is a leader in IT Operations Management, providing modern IT operations with actionable insights to predict and resolve problems faster in a digital, ephemeral world. Its solution sees everything across multi-clouds and distributed architectures, contextualizes data through relationship mapping, and acts on this insight through integration and automation. Trusted by thousands of organizations across the globe, ScienceLogic’s technology was designed for the rigorous security requirements of United States Department of Defense, proven for scale by the world’s largest service providers, and optimized for the needs of large enterprises. https://sciencelogic.com/
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